The Effect of Interpersonal Communication and Work Motivation on Employee Performance: A Quantitative Study at Honda Semarang Centre
DOI:
https://doi.org/10.64780/sshr.v1i1.20Keywords:
Interpersonal Communication, Work Motivation, Employee Performance, Linear Regression, Human Resource ManagementAbstract
Background: Employee performance is pivotal in driving organizational success, particularly in highly dynamic sectors such as the automotive industry. Within such environments, interpersonal communication and work motivation are considered essential factors influencing work outcomes. However, practical gaps often arise, leading to underperformance despite theoretically favorable conditions.
Aims: This study aims to investigate the effect of interpersonal communication and work motivation on employee performance in the Body Repair Division at Honda Semarang Centre.
Methods: A quantitative associative approach was employed, involving a saturated sample of all 30 employees. Data were gathered via a structured questionnaire measured on a Likert scale and analyzed using multiple linear regression. Instrument validity and reliability were confirmed, and classical assumption tests were conducted.
Results: Findings reveal that both interpersonal communication and work motivation significantly and positively influence employee performance, both independently and collectively. The model’s coefficient of determination (R²) is 0.949, suggesting that 94.9% of performance variation is explained by these two variables. Descriptive statistics indicate high average scores across all variables with strong internal consistency.
Conclusion: This study affirms that fostering open, empathetic, and supportive communication channels, coupled with effective motivational strategies, substantially boosts employee performance. The high explanatory power of the model underscores the strategic value of psychosocial factors in human resource management. These insights not only validate existing theories by Devito and Herzberg but also offer actionable recommendations for practice. Organizations should prioritize interpersonal engagement and incentive systems as integral components of their performance management frameworks, particularly in performance-intensive industries. Sustained investment in these areas is likely to result in improved employee satisfaction, reduced operational frictions, and enhanced organizational productivity.
References
Adnan Hakim, A. A. A., & Hamid, N. (2021). The Effect of Public Service Motivation and Job Satisfaction on Employee Performance. Muhammadiyah Riau Accounting and Business Journal,2 (2), 170-181. https://doi.org/10.37859/mrabj.v2i2.2427
Ahmad, Prof S. (2021). Motivation and Performance: A Psychological Process. International Journal of Business and Management Research,9 (2), 104-112. https://doi.org/10.37391/IJBMR.090201
Andy Pratama, M. F., & Putri Handayani, W. P. (2022). The Effect of Reward and Punishment on Employee Performance: The Effect of Reward and Punishment on Employee Performance. Journal of Business Social Economics,2 (2), 62-70. https://doi.org/10.55587/jseb.v2i2.46
Bodroastuti, T., Setiawan, F. A., & Tirtono, T. (2020). The Effect of Ability, Effort and Organisational Support on Employee Performance. Al Tijarah,6 (3), Article 3. https://doi.org/10.21111/tijarah.v6i3.5611
Cahyati, I. K., & Adelia, M. (2024). Leadership and Organisational Culture: The Key to Optimising Workplace Performance. Indonesian Journal of Public Administration Review,1 (3), 14-14. https://doi.org/10.47134/par.v1i3.2550
Data, U. & Didit Fachri Rifai. (2022). The Effect of Communication Competence and Communication Climate on Employee Work Motivation. Insan Cita Bongaya Research Journal,2 (1), 1-11. https://doi.org/10.70178/icbrj.v2i1.41
Erdiansyah, E., Robyardi, E., Mayasari, V., & Sari, I. D. (2022). The Effect of Interpersonal Communication and Work Motivation on Improving Employee Performance of Bank SumseI BabeI Jakabaring PaIembang Branch Office. Journal of Media Wahana Ekonomika,19 (3), 383. https://doi.org/10.31851/jmwe.v19i3.9461
Fajri, C., Rahman, Y. T., & Wahyudi, W. (2021). Building Performance Through a Conducive Environment, Providing Motivation and Proportional Workload. SCIENTIFIC JOURNAL OF REFLECTION: Economic, Accounting, Management and Business,4 (1), Article 1.
Fauzi, R. (2020). Interpersonal Communication of Broken Home Children After Parental Divorce (Phenomenological Study in Kuningan District, Kuningan Regency). Journal of Islamic Guidance and Counselling, 2(1), 15–38.
Firman, A., Latief, F., & Dirwan, D. (2024). Effects of work motivation, work environment and organisational culture on employee performance. Paradox: Journal of Economics,7 (4), Article 4. https://doi.org/10.57178/paradoks.v7i4.987
Fitriah, D., & Rohendi, A. (2022). The Effect of Leader Interpersonal Communication and Leadership Style on Performance Improvement. Service Management Triangle: Journal of Service Management,4 (2), 99-111. https://doi.org/10.51977/jsj.v4i2.900
Hamid, F. A., Widodo, S. E., & Buchdadi, A. D. (2022). The Influence of Transformational Leadership, Emotional Intelligence, Organizational Climate, and Teamwork, Towards Organizational Citizenship Behavior of Civil Servants. International Journal for Applied Information Management,2 (3), 23-36. https://doi.org/10.47738/ijaim.v2i3.35
Hulu, D., Lahagu, A., & Telaumbanua, E. (2022). Analysis of the Work Environment in Improving the Work Productivity of Employees of the Botomuzoi District Office, Nias Regency. EMBA Journal: Journal of Economic Research, Management, Business and Accounting,10 (4), Article 4. https://doi.org/10.35794/emba.v10i4.43971
Kusuma, A., Purwanto, H., & Utama, P. (2021). The effect of innovation on employee performance with self efficacy as moderation.
Lanes, L. G., Warouw, D. M. D., & Mingkid, E. (n.d.). THE ROLE OF PARENTS' INTERPERSONAL COMMUNICATION IN THE ONLINE LEARNING PROCESS FOR CHILDREN AT SD NEGERI 15 MANADO.
Luthfi, A., Norawati, S., Zulher, Z., & Basem, Z. (2022). The effect of supervision, work motivation, and interpersonal communication on employee performance and organizational commitment as intervening variables. IJEBD (International Journal of Entrepreneurship and Business Development), 5(1), 92–104.
Marbun, H. S., & Jufrizen, J. (2022). The Mediating Role of Job Satisfaction on the Effect of Organisational Support and Work Environment on Employee Performance at the Office of Food Security and Animal Husbandry of North Sumatra Province. Jesya (Journal of Sharia Economics and Economics),5 (1), Article 1. https://doi.org/10.36778/jesya.v5i1.617
Munir, M., Arifin, S., Darmawan, D., Issalillah, F., Khayru, R. K., Hariani, M., & Irfan, M. (2022). The Effect of Work Motivation, Religiousness, Leadership and Environment on Employee Performance. Baruna Horizon Journal,5 (2), Article 2. https://doi.org/10.52310/jbhorizon.v5i2.83
Muslicha, A. N. F., Nurbianta, N., & Herudiati, S. E. (2022). Relationship Between Organizational Climate And Self-Concept With Effectiveness Of Interpersonal Communication. International Journal of Educational Management and Innovation,3 (1), 84-94. https://doi.org/10.12928/ijemi.v3i1.5242
Nurahmah, F., Ekawati, E., & Jayanti, S. (2019). Analysis of Factors Affecting Job Satisfaction Based on Herzberg Two Factors Theory in Teachers at Sekolah Luar Biasa Negeri Semarang. Journal of Public Health,7 (4), Article 4. https://doi.org/10.14710/jkm.v7i4.24472
Nurhayati, E., & Supardi, E. (2020). Remuneration System and Employee Performance Quality. Journal of Office Management Education,5 (2), 140-153. https://doi.org/10.17509/jpm.v5i2.28834
Prayogi, M. A., & Lesmana, M. T. (2021). The influence of leadership style and motivation on the performance of employees. Conference on International Issues in Business and Economics Research (CIIBER 2019), 122-127. https://www.atlantis-press.com/proceedings/ciiber-19/125951503
Putri, R. W., & Astuti, P. (2022). THE EFFECT OF TRAINING AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE. Journal of Business Management Focus,12 (1), Article 1. https://doi.org/10.12928/fokus.v12i1.5713
Ridho, Y. (2022). Improving Employee Capability, Evaluating Bonus Policy, Implementing Work Discipline in order to Improve Employee Performance. Darul Ulum: Scientific Journal of Religion, Education and Society,13 (1), Article 1. https://doi.org/10.62815/darululum.v13i1.79
Santoso, Y. M. D., & Rijanti, T. (2022). The Effect of Work Stress, Workload, and Work Environment on Employee Performance Pt. Daiyaplas Semarang. Eqien - Journal of Economics and Business,11 (1), Article 1. https://doi.org/10.34308/eqien.v11i1.812
Syaputra, P., & Ayuh, E. T. (2020). Interpersonal Communication in Online Game Player Couples in Bengkulu City. Journal of Bachelor of Communication Science, 1(2), 26–33.
Wedadjati, R. S., & Helmi, S. (2022). Evaluation of Employee Satisfaction Based on Herzberg's Two Factors Motivation Theory. MBIA,21 (3), 246-262. https://doi.org/10.33557/mbia.v21i3.1777
Yashak, A., Shak, M. S. Y., Tahir, M. H. M., Shah, D. S. M., & Mohamed, M. F. (2020). Herzberg's Two-Factor Theory Motivational Factors and Islamic Education Teachers' Motivational Stages: Herzberg Two-Factor Theory's Motivation Factor and the Islamic Studies Teachers Motivation Level. Sains Insani,5 (2), Article 2. https://doi.org/10.33102/sainsinsani.vol5no2.192
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Fatkhur Rohman Rohman, Kharisma Ayu Febriana
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.